This case shows that some incidents of harassment are so serious that the correct approach is for the employer to contact the police, rather than use its own internal harassment investigation procedure.
An employee claiming discrimination must first prove facts from which the tribunal could conclude, in the absence of an adequate explanation, that discrimination took place, as this case demonstrates.
The Employment Appeal Tribunal has held that compromise agreements preventing employees from bringing equal pay claims against a council are valid, even though the employees had been advised by solicitors engaged by the council.
The Employment Appeal Tribunal has confirmed that a paid volunteer is not an employee for the purposes of the Disability Discrimination Act 1995 where there is no mutuality of obligation between the parties.
The Employment Appeal Tribunal has held that "special treatment" afforded to a woman in connection with pregnancy or childbirth under the Sex Discrimination Act 1975 must constitute a proportionate means of achieving the legitimate aim of compensating her for the disadvantages occasioned by pregnancy or maternity leave.